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essfully implemented is increased ( Choi, 2011 ). Given the very significant investment of financial, technical, and people resources that organizational change demands, it is incumbent on organizations to optimize the return on investments through the successful realization of change. The results of the current study ... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.441 | 0.836 | ["education"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.533126 | [
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ge self-efficacy, and change-related psychological safety. Facilitating employee experiences of change meaningfulness, change self-efficacy, and change-related psychological safety, and particularly meaningful change, will increase the likelihood that employees will be enthusiastic about change, and actively involved i... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.579 | 0.822 | [] | 498 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.533237 | [
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eveloping work engagement ( Björk et al., 2021 ). Similar intervention strategies are likely to be effective in developing change-engagement. As such, training, coaching, job crafting, and team-based and organizational learning development interventions that have previously been used to help employees develop work enga... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.582 | 0.818 | ["management", "career", "education"] | 440 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.533325 | [
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uld usefully be adapted to the context of change. For example, job crafting interventions have been linked to increased employee meaningfulness of work, increased work engagement, and increased PsyCap ( Sakuraya et al., 2016 ; Bruning and Campion, 2019 ). Bottom-up “change crafting” interventions, paralleling job craft... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.413 | 0.84 | ["career"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.533428 | [
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able sub-goals, identifying and evaluating multiple pathways to achieve goals and sub-goals, identifying resources needed to achieve the goals, and the sharing of participant experiences ( Luthans et al., 2006 ). Such intervention designs might be applied to help employees enhance change-related job resources, such as ... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.451 | 0.84 | ["career", "philosophy"] | 471 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.533527 | [
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e ( Albrecht et al., 2020 ; Björk et al., 2021 ). In organizational development terms, the research provides brief and reliable measures of change related personal resources and employee change engagement that can be used as “pulse-check” diagnostics of employee attitudes to change ( Jolton and Klein, 2020 ). That is, ... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.375 | 0.862 | ["career"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.533624 | [
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s can be administered to assess the extent to which employees are confidently experiencing on-going organizational change as meaningful and psychologically safe. Organizations could then share survey results with employees and involve employees in developing action plans to build on strengths and address threats to emp... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.414 | 0.836 | ["communication", "education", "philosophy"] | 506 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.533709 | [
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f the study, several limitations should be noted. Firstly, the use of the prolific sample may suggest the results may not generalize to the wider world of work. However, as previously noted, researchers have shown that Prolific samples yield results with similar psychometrics and validities to conventionally sourced da... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.395 | 0.86 | ["family", "education"] | 506 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.533802 | [
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validity of the model ( Podsakoff et al., 2012 ). However, as previously noted in the results, tests for common method variance showed that after the inclusion of a common method factor, the CFA standardized loadings decreased by a relatively modest amount, and all factor loadings remained statistically significant. Th... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.42 | 0.842 | [] | 451 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.533884 | [
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sal relations between the constructs can be made. Further research using longitudinal designs would be required to confidently establish the direct and indirect effects reported. Further research could also be conducted to integrate the current research findings within previously proposed research models that have exam... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.572 | 0.824 | ["career"] | 438 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.533985 | [
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on change engagement ( Albrecht et al., 2022a ). Beyond the influence of the three psychological conditions examined in the current study, future research could also examine the mediating influence of additional change-related personal resources such as change-related hope, optimism, and resilience on change engagement... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.434 | 0.844 | ["education"] | 511 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.534090 | [
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top-down and bottom-up interventions such as change crafting as a means to enhance employee change engagement. Conclusion The study aimed to assess the validity of a domain-specific analogue of engagement theory ( Kahn, 1990 ). Consistent with the theory, the results showed that change-related meaningful work, psycholo... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.446 | 0.826 | ["education"] | 461 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.534183 | [
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or change engagement and proactive work behavior. Therefore, organizations can expect to significantly improve employee motivation to change and to innovate when they create the conditions whereby employees experience organizational change to have purpose, and whereby employees feel competent, confident, and psychologi... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.495 | 0.834 | ["motivation", "innovation"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.534270 | [
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lementation of organizational change, and therefore improved organizational competitiveness and sustainability. Data availability statement The raw data supporting the conclusions of this article will be made available by the authors, without undue reservation. Ethics statement The study was approved on 08/07/2021 by t... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.415 | 0.828 | ["ethics", "education"] | 466 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.534365 | [
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the Responsible and Ethical Conduct of Research. The ethics approval is therefore consistent with terms laid out in the Declaration of Helsinki (DoH). The patients/participants provided their written informed consent to participate in this study. Author contributions SA initiated the conceptualization of the project, c... | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.355 | 0.842 | ["ethics", "education", "philosophy"] | 498 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.534467 | [
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he structure and content of the final manuscript. ML reviewed the structure and content of the final manuscript and provided support for the publication | https://pmc.ncbi.nlm.nih.gov/articles/PMC9895850/ | The psychological conditions for employee engagement in organizational change: Test of a change engagement model - PMC | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.545 | 0.748 | [] | 152 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.534552 | [
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rough perceived insider status is [0.025, 0.177]. The absence of a 0 in this interval implies that the indirect effect is valid. The 95% confidence interval for the difference between the high and low subgroups is [−0.139, −0.013], which does not include 0. Additionally, the 95% confidence interval of the indirect effe... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.532 | 0.686 | [] | 435 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.751438 | [
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n Chinese traditionality as a boundary condition. Social exchange between employees and the organization is multifaceted, encompassing both tangible and emotional aspects ( Kim, 2014 ; Xu et al., 2022 ). Psychological empowerment, as a significant socio-emotional resource, influences the social exchange process by enha... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.406 | 0.814 | [] | 422 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.751772 | [
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e 6-item scale developed by Meyer et al. (1993) . The sample items include “This organization has a great deal of personal meaning for me” (α = 0.88). Chinese traditionality was measured using a 5-item scale developed by Farh et al. (1997) . Example items include “Those who are respected by parents should be respected ... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.412 | 0.7 | ["family"] | 428 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.751970 | [
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criptive and correlational statistics ( N = 223). Variable 1 2 3 4 5 6 7 8 9 10 1 Gender — 2 Age −0.194 ** — 3 Education 0.018 −0.004 — 4 Tenure −0.170 * 0.816 ** −0.100 — 5 Position level −0.196 ** 0.392 ** 0.111 0.341 ** — 6 PE (T1) −0.142 * 0.026 −0.029 0.010 0.135 * (0.819) 7 PIS (T1) −0.006 0.002 −0.212 ** 0.078 0... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.532 | 0.664 | ["education"] | 511 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.752119 | [
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effects 2) −0.264 * 0.116 a 1 × b 1 (the mediating effects of perceived insider status) 0.062 * 0.028 a 2 × b 2 (the mediating effects of affective commitment) 0.113 * 0.049 a 1 × b 1 + a 2 × b 2 + c (the total effect) 0.432 *** 0.074 Open in a new tab N = 223. *** p < 0.001; ** p < 0.01; * p < 0.05. We adopted the Boo... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.534 | 0.652 | [] | 475 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.752238 | [
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on date 2024. Copyright © 2024 Xu, Liu and Huang. This is an open-access article distributed under the terms of the Creative Commons Attribution License (CC BY). The use, distribution or reproduction in other forums is permitted, provided the original author(s) and the copyright owner(s) are credited and that the origi... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.496 | 0.854 | ["innovation"] | 498 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.752370 | [
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Front Psychol . 2024 Dec 12;15:1432260. doi: 10.3389/fpsyg.2024.1432260 Psychological empowerment and challenge-oriented organizational citizenship behavior: a dual process model Qingquan Xu Qingquan Xu 1 Guangdong Huagong Jingzhuo Enterprise Management Consulting Co., Ltd., Guangzhou, China Find articles by Qingquan X... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.577 | 0.696 | ["education", "management", "crisis"] | 511 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.752498 | [
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iu 2, *, † , Haishen Huang Haishen Huang 2 School of Business Administration, South China University of Technology, Guangzhou, China Find articles by Haishen Huang 2, *, † Author information Article notes Copyright and License information 1 Guangdong Huagong Jingzhuo Enterprise Management Consulting Co., Ltd., Guangzho... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.546 | 0.848 | ["education", "philosophy", "management"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.752623 | [
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, Oman Reviewed by: Syed Muhammad Ali Shahbaz Habib, Minhaj University Lahore, Pakistan Muzaffar Asad, Monterrey, Mexico Kalimullah Khan, Kardan University, Afghanistan ✉ *Correspondence: Shan Liu, liushan0907@foxmail.com * Haishen Huang, bmhuanghaishen@mail.scut.edu.cn † These authors have contributed equally to this ... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.495 | 0.824 | ["education"] | 453 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.752846 | [
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permitted which does not comply with these terms. PMC Copyright notice PMCID: PMC11670482 PMID: 39726614 Abstract Introduction Encouraging proactive behavior among employees is a crucial pathway for companies to adapt swiftly and gain a competitive edge. In contrast to other forms of organizational citizenship behavior... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.404 | 0.838 | ["crisis", "philosophy"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.753016 | [
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improve upon these by offering constructive suggestions and altering employees’ work methods, policies, and procedures for the benefit of the organization. However, not all employees are willing to engage in COCB, even when the organization actively encourages participation. Departing from traditional perspectives on w... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.412 | 0.83 | ["leadership"] | 476 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.753160 | [
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be a precursor to employees’ engagement in COCB. Methods Based on social exchange theory, this study examines how employees’ psychological empowerment affects their challengeoriented organizational citizenship behavior (COCB), including the mediating roles of perceived insider status and affective commitment, as well a... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.392 | 0.838 | ["crisis", "education"] | 511 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.753364 | [
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in Southern China using a multi-source and multi-wave survey. Results Results of the Structural Equation Modeling (SEM) show that psychological empowerment can positively affect COCB. Both perceived insider status and affective commitment act as mediators in the relationship between psychological empowerment and COCB. ... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.543 | 0.836 | ["networking"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.753524 | [
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he indirect effect of psychological empowerment on COCB. Specifically, the indirect effect was stronger when employees with lower levels of Chinese traditionality. Discussion This study provides a theoretical foundation for the individual-level antecedents of COCB, elucidating how the social exchange process between em... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.381 | 0.824 | ["crisis", "education", "philosophy"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.753686 | [
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theory, challenge-oriented organizational citizenship behavior, perceived insider status, affective commitment 1. Introduction After COVID-19 subsides, companies are under intense pressure to adapt to a more complex and volatile business environment due to slowing global economic growth and rapid technological advances... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.435 | 0.834 | ["crisis"] | 503 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.753818 | [
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elegating power, overlooking the psychological experiences of those being empowered. However, research indicates that structural empowerment cannot substitute for the actual perception of empowerment by employees, and the empowerment recognized and internalized by employees can play a greater role ( Monje-Amor et al., ... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.479 | 0.828 | [] | 460 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.753926 | [
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ve advantages ( Zampetakis and Arvanitis, 2024 ). Challenge-oriented organizational citizenship behavior (COCB) is a typical proactive behavior, which is defined as employees’ voluntary participation in constructive actions to benefit the organization by making constructive suggestions and changing their work methods, ... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.388 | 0.842 | ["crisis", "faith_spirituality"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.754057 | [
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viduals seeking meaning in their work environment, forming deep connections with others, and integrating personal values with their work experience. However, this study does not consider citizenship as a component of workplace spirituality. In contrast with other forms of organizational citizenship behavior that tend t... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.505 | 0.828 | ["philosophy", "ethics", "networking", "faith_spirituality", "education"] | 434 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.754211 | [
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aims to improve them ( De Clercq et al., 2024 ). Therefore, COCB is crucial for the survival and development of organizations because it can improve organizational efficiency and effectiveness ( Chiaburu et al., 2017 ; MacKenzie et al., 2011 ). Despite its importance, however, not all employees exhibit COCB, even when ... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.545 | 0.842 | ["motivation"] | 480 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.754349 | [
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o take initiative while others remain disengaged? How can organizations create conditions that foster greater levels of COCB across the workforce? Existing literature has identified workplace characteristics (e.g., service innovation culture, Baradarani and Kilic, 2018 ) and leader-related factors (e.g., inclusive lead... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.466 | 0.694 | ["leadership", "innovation"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.754477 | [
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is psychological empowerment, which is defined as “a subjective, cognitive, and attitudinal process that helps individuals feel effective, competent and authorized to carry out a task” ( Llorente-Alonso et al., 2024 ). Employees who feel empowered are more likely to challenge the status quo and pursue initiatives that ... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.433 | 0.844 | ["crisis"] | 509 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.754597 | [
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derexplored, necessitating further investigation. In terms of research on COCB, there have been studies exploring its antecedents and driving mechanisms from various perspectives, including cognition-based perspective ( Younas et al., 2021 ), conservation of resources ( Chen et al., 2020 ), organizational identity ( Se... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.543 | 0.848 | [] | 511 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.754731 | [
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r status and affective commitment (see Table 4 ). After 5,000 Bootstrapping re-sampling, the 95% confidence interval for the mediating effect of perceived insider status was [0.016, 0.130], which excluded 0, indicating that the mediating effect of perceived insider status was significant, Hypothesis 4 is further suppor... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.36 | 0.85 | [] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.754843 | [
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izations is multifaceted, including both economic and socioemotional aspects ( Kim, 2014 ; Xu et al., 2022 ). The exchange quality can significantly affect the COCB of employees. First, high-quality reciprocal relationships tend to enhance employees’ trust in their organization, fostering their positive attitudes and b... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.381 | 0.844 | ["networking"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.754977 | [
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lationship ( Zagenczyk et al., 2021 ), so employees’ psychological empowerment may not only foster their positive perceptions and attitudes toward the organization but also induce their positive affective states ( Llorente-Alonso et al., 2024 ). Accordingly, this study introduces perceived insider status and affective ... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.553 | 0.832 | ["networking", "war_conflict", "education"] | 482 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.755095 | [
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COCB from the perspective of reciprocal exchange. Notably, social exchange theory also posits that the exchange process can be influenced by individual factors like personality traits, values, and cultural background ( Cropanzano et al., 2017 ; Kumar et al., 2024 ). Therefore, it is necessary to consider Chinese cultur... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.436 | 0.692 | ["ethics", "education"] | 440 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.755218 | [
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context ( Tsui A. S., 2007 ; Lin et al., 2018 ). Therefore, this research incorporates Chinese traditionality as a moderator. Since traditionality provides individuals with frameworks for interpreting and evaluating specific management practices, it may influence the social exchange processes related to empowerment tha... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.429 | 0.696 | ["management"] | 510 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.755342 | [
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fecting COCB through perceived insider status and affective commitment. Thus, the present study additionally investigates whether Chinese traditionality plays a moderating role in the indirect effects of psychological empowerment on COCB through cognitive and affective processes. Overall, this study aims to investigate... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.39 | 0.842 | ["education"] | 511 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.755465 | [
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nsider status and affective commitment as well as the moderating role of Chinese traditionality from the perspective of social exchange theory. By doing so, this study responds to the call for considering the Chinese cultural context in organizational management research ( Tsui A. S., 2007 ; Jia et al., 2012 ). Further... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.562 | 0.85 | ["education", "management"] | 507 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.755596 | [
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which is increasingly drawing academic attention. Psychological empowerment refers to an individual’s internalization or psychological interpretation of structural empowerment, offering a more precise reflection of an employee’s sense of authorization within an organization ( Llorente-Alonso et al., 2024 ). It is impor... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.378 | 0.83 | [] | 477 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.755709 | [
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he research on psychological empowerment and OCB. In practice, this study offers valuable insights for managing COCB within the Chinese cultural context, thereby fostering organizational innovation and change in Chinese enterprises. 2. Theoretical framework and hypotheses 2.1. Social exchange theory Social exchange the... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.392 | 0.836 | ["management", "innovation", "networking", "education"] | 511 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.755835 | [
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relationship during social interaction ( Ahmad et al., 2023 ). This principle requires the recipient to act in a way advantageous to the other person to foster a cycle of reciprocation that motivates social exchange behavior. The rewards and benefits gained from such interactions enhance identification and attachment a... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.529 | 0.828 | ["networking", "motivation", "salary", "war_conflict"] | 433 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.755962 | [
-0.051469381898641586,
0.022093521431088448,
0.012288890779018402,
0.033226024359464645,
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0.05807533860206604,
0.059737611562013626,
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0.004102095030248165,
0.050046227872371674,
0.01086194533854723,
0.05... | ||
e relationship ( Cropanzano and Mitchell, 2005 ). In addition, individual characteristics will affect these social exchange relationships ( Cropanzano et al., 2017 ). Social exchange theory offers a crucial theoretical foundation for this study because the relationship between an organization and its employees is funda... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.383 | 0.854 | ["networking", "education"] | 486 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.756087 | [
-0.016614893451333046,
0.02729456126689911,
-0.0042807310819625854,
-0.020848188549280167,
0.022661058232188225,
0.01882479153573513,
0.03307577967643738,
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0.07321134954690933,
0.03745776414871216,
-0.01565566100180149,
0.02... | ||
ed to engage in behaviors that benefit the other. Psychological empowerment implies that employees perceive the benefits and values provided by the organization as the exchanger ( Llorente-Alonso et al., 2024 ), which in turn fosters their identification with and attachment to the organization (affective commitment) as... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.572 | 0.846 | ["salary", "ethics"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.756220 | [
-0.05758500099182129,
0.06913626939058304,
0.02221006713807583,
0.052995432168245316,
0.037084393203258514,
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0.03689218685030937,
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0.02323053404688835,
0.013653013855218887,
-0.04175957292318344,
-0.0208... | ||
s as “insiders” (perceived insider status; Stamper and Masterson, 2002 ). To preserve this beneficial relationship, employees must act in ways that favor the organization, motivating them to engage in COCB crucial for the organization’s success ( Lin et al., 2023 ). Employees with different levels of traditionality may... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.426 | 0.828 | ["networking"] | 433 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.756347 | [
-0.000978647149167955,
-0.006982971448451281,
-0.05967435613274574,
-0.011611461639404297,
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0.01952855847775936,
0.02599538117647171,
0.00997705478221178,
-0.020... | ||
rn affects their return to the organization. 2.2. Psychological empowerment, perceived insider status and COCB Empowerment is commonly understood as a management practice that facilitates the distribution of power, primarily through superiors delegating authority to subordinates and assigning tasks, known as structural... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.394 | 0.842 | ["management"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.756472 | [
-0.010794461704790592,
0.009577196091413498,
-0.0560762882232666,
0.05516914278268814,
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0.05286100134253502,
0.007192219607532024,
-0.0... | ||
logical empowerment and perceived insider status. The positive relationship is stronger for employees with low traditionality than those with high traditionality. Hypothesis 8b: Chinese traditionality moderates the indirect effect of psychological empowerment on COCB through perceived insider status. The indirect effec... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.555 | 0.834 | ["networking"] | 511 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.756597 | [
0.07878441363573074,
0.07872677594423294,
-0.010325678624212742,
0.006182199809700251,
0.014563939534127712,
0.0256770271807909,
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0.08477429300546646,
0.012192810885608196,
-0.0033510159701108932,
-0.... | ||
ngh and Sarkar, 2019 ; Monje-Amor et al., 2021 ). Psychological empowerment can have a positive impact on employee work attitudes ( Shah et al., 2019 ; Abbasi et al., 2021 ), behavioral performance ( Chiang and Hsieh, 2012 ; Travis Maynard et al., 2014 ; Javed et al., 2017 ; Wen et al., 2023 ), and even organizational ... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.406 | 0.726 | ["philosophy", "networking"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.756726 | [
0.013336310163140297,
0.056814853101968765,
-0.005323927383869886,
0.012911993078887463,
0.024270128458738327,
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0.027411572635173798,
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0.04501038044691086,
0.047173939645290375,
-0.006869899109005928,
... | ||
nge relationship between employees and organizations, the principle of reciprocity must be followed ( Ahmad et al., 2023 ). Psychological empowerment is an employee’s subjective evaluation of leader delegation and resource sharing. A high level of psychological empowerment means that employees perceive more support and... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.401 | 0.856 | ["leadership", "networking", "salary"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.756855 | [
-0.05856717377901077,
0.09934435039758682,
0.00023895202321000397,
0.04250694066286087,
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0.02012123167514801,
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0.0029197686817497015,
0.01436485256999731,
0.019805561751127243,
0.010498051531612873,
0.034258510917425156,
0.055... | ||
te-Alonso et al., 2024 ; Wen et al., 2023 ; Pacheco and Coello-Montecel, 2023 ), such as COCB. COCB is a form of extra-role behavior, which represents a voluntary, transformative behavior by employees aimed at organizational growth ( Choi, 2007 ; Seppälä et al., 2012 ; Li et al., 2024 ). Furthermore, social exchange th... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.399 | 0.87 | ["philosophy", "networking"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.756980 | [
0.004183401819318533,
-0.003075944958254695,
-0.09655118733644485,
0.0016625249991193414,
0.035020310431718826,
0.08876873552799225,
0.06878041476011276,
0.028901375830173492,
0.0315253771841526,
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0.05716057866811752,
-0.028267355635762215,
0.005263890139758587,
0.00258... | ||
the way people perceive and act in exchange relationships ( Molm et al., 2000 ; Clark, 2016 ). Employees with higher psychological empowerment tend to have a higher sense of self-efficacy ( Fong and Snape, 2015 ; Huang, 2017 ), which on the one hand reduces their perceived risks associated with COCB. On the other hand,... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.437 | 0.868 | ["networking", "education"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.757106 | [
0.05696875602006912,
0.038329217582941055,
-0.027886683121323586,
-0.014613932929933071,
-0.006558192893862724,
0.008266197517514229,
0.08805010467767715,
0.06241503357887268,
0.03887724131345749,
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0.0755951851606369,
0.011855164542794228,
0.04928858205676079,
-0.03837... | ||
chological empowerment is positively related to employees’ COCB. Based on the theory of social exchange, the relationship between an organization and its employees is fundamentally a kind of social exchange ( Meira and Hancer, 2021 ; Ahmad et al., 2023 ). Authorization can improve people’s exploratory and creative beha... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.417 | 0.836 | ["innovation", "networking"] | 440 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.757242 | [
0.05244232714176178,
0.01743110455572605,
0.00009317353396909311,
-0.0067970710806548595,
-0.037700943648815155,
0.022930830717086792,
0.04067166894674301,
-0.0020438949577510357,
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-0.060190822929143906,
0.063466876745224,
0.06803684681653976,
0.013866294175386429,
0.... | ||
re control over their own thoughts and behaviors. Granting psychological autonomy enables employees to recognize the rewards and incentives provided by the organization ( Llorente-Alonso et al., 2024 ). The value of these rewards and incentives often helps employees distinguish between being “insiders” or “outsiders” w... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.579 | 0.842 | ["war_conflict"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.757382 | [
-0.001766274101100862,
0.04634999856352806,
0.004099622834473848,
-0.002623924519866705,
0.050951939076185226,
0.032543282955884933,
0.0981203019618988,
0.015381044708192348,
0.024143269285559654,
0.014429180882871151,
0.05870697647333145,
0.01910237967967987,
-0.023524148389697075,
-0.006... | ||
hat they have gained more power and resources from the organization. This perception fosters their trust and recognition of the organization ( Hill et al., 2014 ; Horng et al., 2016 ), leading them to identify themselves as insiders with a favorable exchange relationship with the organization. Conversely, employees who... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.435 | 0.858 | ["leadership", "networking"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.757510 | [
0.03976698964834213,
0.03147147595882416,
0.00946013256907463,
0.05901167169213295,
0.07798395305871964,
0.011308081448078156,
0.0423692986369133,
0.010656151920557022,
0.050055671483278275,
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0.00489750737324357,
0.011316608637571335,
0.00685841916128993,
-0.02573109604... | ||
them fewer resources, and they may perceive themselves as “outsiders” thus diminishing their enthusiasm to contribute to the organization ( Llorente-Alonso et al., 2024 ). Based on this, we put forward the following assumptions: Hypothesis 2: Psychological empowerment is positively related to perceived insider status. ... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.422 | 0.85 | ["networking", "war_conflict"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.757635 | [
0.05218767374753952,
0.03802121803164482,
0.03792169690132141,
0.06428251415491104,
0.0855424553155899,
0.0041642459109425545,
0.08014818280935287,
0.025981444865465164,
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0.021343430504202843,
0.010751809924840927,
0.007339064497500658,
-0.070935... | ||
the organization and its employees ( Wang and Kim, 2013 ; Ademolu, 2024 ). Employees will evaluate their “insides” (Perceived Insider Status) according to the resources provided by the organization ( Stamper and Masterson, 2002 ). Generally, organizations offer different incentives and rewards to those they consider “i... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.529 | 0.844 | ["war_conflict"] | 487 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.757760 | [
-0.020664457231760025,
0.00033238111063838005,
-0.022467685863375664,
0.019109534099698067,
0.06320614367723465,
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0.1039813831448555,
0.025333458557724953,
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-0.010770880617201328,
0.019154801964759827,
-0.0004631883930414915,
-0.021772682666778564,
... | ||
iors ( Chen and Aryee, 2007 ; Kim et al., 2019 ). Employees will make efforts to maintain this beneficial relationship, thus participating in this kind of COCB beneficial to the organization ( Lin et al., 2023 ). Thus, they are more willing to return to the organization through more extra-role behaviors ( Wang and Kim,... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.513 | 0.876 | ["networking"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.757886 | [
-0.024368857964873314,
-0.04701264947652817,
0.01290332991629839,
-0.0064680748619139194,
0.06227593496441841,
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0.05128736048936844,
0.03479607030749321,
0.014144348911941051,
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0.02021588198840618,
-0.022013697773218155,
-0.023386331275105476,
-0.02... | ||
erceived insider status is positively related to COCB. Social exchange theory (SET) emphasizes reciprocity and resource sharing, providing a framework for understanding interactions between individuals and entities ( Gong and Yi, 2021 ; Ahmad et al., 2023 ). Based on SET, we propose that when employees experience psych... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.556 | 0.834 | [] | 485 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.757992 | [
-0.020705942064523697,
0.014012012630701065,
-0.05450349301099777,
-0.025094326585531235,
0.038032472133636475,
0.002663366962224245,
0.11639618873596191,
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0.015528804622590542,
-0.020064599812030792,
0.04263058304786682,
-0.010118934325873852,
0.031155023723840714,
-... | ||
ors) by enhancing their perceived insider status. Psychological empowerment influences employees’ attitudes toward the organization, subsequently shaping their cognitions and behaviors ( Shah et al., 2019 ; Abbasi et al., 2021 ; Wen et al., 2023 ). When employees feel a higher sense of psychological empowerment, they a... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.575 | 0.856 | ["war_conflict"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.758126 | [
-0.007759937085211277,
0.051953356713056564,
0.0086338110268116,
0.013099179603159428,
0.03275344893336296,
0.05242926627397537,
0.044628746807575226,
0.02516588754951954,
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0.04707533121109009,
0.05724359676241875,
0.004926291294395924,
-0.02652... | ||
insider status and, in turn, makes them more likely to engage in COCB. Based on the above analysis, we propose the following hypotheses: Hypothesis 4: The relationship between psychological empowerment and COCB is mediated by perceived insider status. 2.3. Psychological empowerment, affective commitment and COCB Accord... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.394 | 0.846 | ["networking"] | 511 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.758250 | [
0.050932835787534714,
0.0186796635389328,
-0.031947292387485504,
0.0037572807632386684,
0.011194798164069653,
0.026208695024251938,
0.08523532748222351,
0.03316580876708031,
0.006570552010089159,
-0.04667209833860397,
0.03613262623548508,
-0.025805436074733734,
0.015845518559217453,
0.0009... | ||
ent is an important indicator of the relationship quality between an organization and its employees ( Judge and Kammeyer-Mueller, 2012 ; Mazzei et al., 2023 ). Psychological empowerment reflects the resources provided to employees at the organizational level ( Llorente-Alonso et al., 2024 ), which enhances the quality ... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.584 | 0.85 | ["networking", "leadership"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.758376 | [
-0.0037633348256349564,
0.08564771711826324,
0.00021714820468332618,
-0.0073402561247348785,
0.007730915676802397,
0.006567033939063549,
0.02288021147251129,
0.023540038615465164,
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-0.029454806819558144,
0.017379896715283394,
0.018765214830636978,
0.011410747654736042,
... | ||
increased authority and resources, such organizational support will enhance their gratitude and trust ( Gigliotti et al., 2019 ), which in turn will facilitate their psychological attachment to and affective identification with the organization ( Rhoades et al., 2001 ; Fong and Snape, 2015 ). Accordingly, we argue that... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.559 | 0.836 | [] | 469 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.758484 | [
-0.024783922359347343,
0.06187713146209717,
0.050091031938791275,
0.03224770352244377,
0.015370885841548443,
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0.06424006819725037,
-0.03398583456873894,
0.07136408239603043,
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0.021851995959877968,
0.025373492389917374,
-0.00938950665295124,
0.0446... | ||
e their affective commitment to the organization. Based on this, we propose the following hypothesis: Hypothesis 5: Psychological empowerment is positively related to affective commitment. Employee affective commitment to the organization is often characterized by strong emotional bonds, identification, and loyalty ( A... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.578 | 0.842 | ["networking"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.758608 | [
-0.02677921950817108,
0.054633729159832,
0.015223152004182339,
0.030154993757605553,
0.047711022198200226,
0.05309653282165527,
0.05023150146007538,
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0.009289631620049477,
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0.035744402557611465,
0.016229957342147827,
0.0312936007976532,
0.0117430... | ||
reputation and aiding new employees in adapting to the workplace ( Kim et al., 2023 ; Mazzei et al., 2023 ). Employees with high affective commitment are more inclined to identify with the organization, possess a stronger sense of collectivism, and are more likely to engage in extra-role behaviors. As a result, employe... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.418 | 0.868 | [] | 472 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.758728 | [
0.003666141303256154,
0.005475281272083521,
-0.06892072409391403,
0.007763737812638283,
0.03832318261265755,
0.058781564235687256,
0.04000658541917801,
-0.03314274549484253,
0.027868041768670082,
-0.08035597950220108,
0.02256716787815094,
-0.013143219985067844,
0.00424282718449831,
0.01272... | ||
tion ( Wang Q. et al., 2014 ; Guo et al., 2022 ). Consequently, we hold that the higher the level of employees’ affective commitment, the deeper their cognitive and emotional connection to the organization. This increased connection motivates them to engage in extra-role behaviors, thereby promoting COCB. Therefore, th... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.428 | 0.7 | ["networking", "motivation", "education"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.758849 | [
0.05124254524707794,
0.021053748205304146,
-0.014023910276591778,
-0.0056739263236522675,
0.02253735437989235,
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0.051079411059617996,
0.002345838351175189,
0.02643580548465252,
-0.049016743898391724,
0.009828596375882626,
0.005971154198050499,
0.018172673881053925,
0.01... | ||
psychological empowerment, by enhancing organizational resources and support, leads to a stronger affective commitment among employees. This affective commitment then serves as a motivational mechanism, translating the psychological empowerment into increased engagement in COCB. Psychological empowerment positively imp... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.573 | 0.818 | ["motivation"] | 461 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.758917 | [
0.03136013075709343,
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l., 2023 ), enhancing their affective commitment. Affective commitment, in turn, strengthens organizational identification and improves work performance ( Mazzei et al., 2023 ). We believe that this ultimately promotes employees’ COCB (citizenship-oriented organizational citizenship behaviors). Specifically, the trust ... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.413 | 0.826 | ["philosophy"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.758979 | [
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ntly encourages them to go beyond their formal roles to contribute to COCB. Therefore, we propose the following hypothesis: Hypothesis 7: The relationship between psychological empowerment and COCB is mediated by affective commitment. 2.4. The moderating role of Chinese traditionality Social exchange theory posits that... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.393 | 0.814 | ["networking", "salary", "philosophy"] | 420 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.759052 | [
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in social interactions to maintain relationships. When treated unfairly, individuals may respond negatively to the exchange ( Cropanzano and Mitchell, 2005 ; Roch et al., 2019 ; Ahmad et al., 2023 ). However, reactions to unfair treatment can vary, with cultural values influencing perceptions of exchange relationships ... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.347 | 0.846 | ["networking", "ethics"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.759126 | [
-0.0129624642431736,
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culture, which encompasses obedience to authority, filial piety, respect for ancestors, and contentment, effectively capturing the characters and values of traditional Chinese individuals ( Farh et al., 1997 ; Zhang et al., 2014 ; Li et al., 2023 ). Studies have demonstrated that when employees are empowered to lead, t... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.481 | 0.852 | ["ethics", "networking"] | 474 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.759195 | [
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itional cultural values ( Chen and Aryee, 2007 ). Studies also indicate that employees’ cognition ( Zhang et al., 2014 ; Guan et al., 2016 ), affect ( Wang H. et al., 2014 ; Wang et al., 2020 ), behavior ( Li and Yu, 2017 ; Hu et al., 2022 ; Guang et al., 2024 ), and performance ( Liu et al., 2013 ; Wang and Kim, 2013 ... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.578 | 0.738 | ["ethics", "philosophy"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.759258 | [
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nal morals, meanwhile undervaluing their own worth ( Farh et al., 2007 ). Consequently, employees who have high traditionality may diminish the positive impact of psychological empowerment on their perception of insider status due to their strong adherence to social norms. In contrast, those with a low traditionality t... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.53 | 0.866 | ["leadership", "ethics", "networking"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.759327 | [
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orms and traditions, and they will focus more on their inner experiences. Therefore, for employees with low traditionality, psychological empowerment plays a more significant role in shaping their perceived insider status, strengthening the positive link between psychological empowerment and the perception of insider s... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.45 | 0.828 | ["networking", "education"] | 501 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.759404 | [
0.03895500674843788,
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al culture, they often believe that their actions should align with authority and social norms ( Li et al., 2023 ). While individual internal experiences influence emotional responses to the organization, these experiences are, to a degree, “yielded” to Chinese traditionality. Under the influence of traditional values ... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.459 | 0.848 | ["ethics", "faith_spirituality", "philosophy"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.759476 | [
0.03626829758286476,
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ith the organization ( Farh et al., 2007 ; Tasoulis et al., 2024 ). This occurs regardless of the level of psychological empowerment they experience, leading to a less pronounced impact of psychological empowerment on their organizational commitment. Conversely, when Chinese traditionality is low, their positive psycho... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.552 | 0.828 | ["philosophy", "leadership", "faith_spirituality"] | 466 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.759577 | [
0.06181740388274193,
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than conforming to prevailing traditional norms. In such cases, the level of employee psychological empowerment has a more prominent impact on affective commitment. Thus, the higher the psychological empowerment, the more likely they are to feel valued and identify with the organization’s values. This leads to a greate... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.461 | 0.84 | ["ethics", "philosophy"] | 462 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.759703 | [
0.023011023178696632,
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2020 ), resulting in higher affective commitment. Therefore, this study proposes that: Hypothesis 9a: Chinese traditionality moderates the positive relationship between psychological empowerment and affective commitment. The positive relationship is stronger for employees with low traditionality than those with high tr... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.39 | 0.814 | ["networking", "education"] | 468 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.759828 | [
0.043601393699645996,
0.10841911286115646,
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empowerment on COCB through affective commitment. The indirect effect is stronger for employees with low traditionality than those with high traditionality. 3. Methods 3.1. Participants and procedure To test our hypotheses, we utilized a questionnaire survey to collect sample data. Participants were recruited from diff... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.574 | 0.682 | [] | 477 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.759961 | [
0.06277372688055038,
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enhancing the external validity of our findings. Our reason for choosing these companies is that they often face fierce competition and often require product, technology, or service innovation. Therefore, employees of these companies often need to change the status quo, leading to frequent occurrences of COCB. Adopting... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.407 | 0.854 | ["leadership", "management", "innovation", "education", "philosophy"] | 511 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.760098 | [
0.0007840341422706842,
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... | ||
ty in South China and asked them to recommend at least three subordinates to participate in the survey. In this way, we recruited a total of 316 full-time employees who agreed to participate. All questionnaires were sent via WeChat, an instant messaging mobile application with more than 1 billion active users, which is... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.524 | 0.85 | ["resume", "philosophy"] | 482 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.760215 | [
-0.008463711477816105,
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about the purpose and procedures of the research. To obtain high data quality and high response rates, we promised all the participants that their answers would only be used for academic research and that they would receive a reward of RMB 5 after completing the questionnaire, and emphasized the importance of their hon... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.566 | 0.868 | ["war_conflict"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.760341 | [
0.016119297593832016,
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isors at two different time points (Time 1 and Time 2). To be specific, at Time 1, employees were asked to complete their self-assessments of their psychological empowerment, perceived insider status, affective commitment, and traditionality. At Time 2 (1 month later after Time 1), supervisors were asked to evaluate th... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.557 | 0.844 | [] | 462 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.760471 | [
0.03564327210187912,
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re returned, resulting in a 92.41% response rate. In the second wave of the survey, 292 questionnaires were distributed, and 255 were returned, with a response rate of 87.33%. Based on recommendations, the sample size for structural equation modeling should not be fewer than 200 ( Wolf et al., 2013 ). After removing in... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.416 | 0.688 | ["leadership"] | 437 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.760594 | [
0.005716036539524794,
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stionnaires, achieving a response rate of 70.57%. The demographics of the samples were as follows: 38.10% were male, the mean age of the respondents was 30.56 ( SD = 6.88), educational attainment was 56.10%, bachelor’s degree holders were 7.60%, postgraduate degree holders and above, 24.20% were college degree holders,... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.359 | 0.716 | ["education"] | 511 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.760725 | [
0.11758391559123993,
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d in terms of positional hierarchy, 68.60% of the respondents were general employees, 21.50% were junior managers, and 8.10% were middle managers. 3.2. Measures This research used scales that have been published and extensively verified for accuracy. The researcher adhered to a rigorous translation and back-translation... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.572 | 0.7 | ["management"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.760846 | [
0.013373922556638718,
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... | ||
trongly disagree” and 5 indicating “strongly agree.” Psychological empowerment was measured using the 12-item scale developed by Spreitzer (1995) . The scale contains four dimensions (meaning, competency, self-determination, and impact). The sample items for the meaning dimension include “The work I do is meaningful to... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.568 | 0.856 | ["decision_making", "career"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.760979 | [
0.04898306354880333,
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0.014307674951851368,
-0.0055... | ||
rmination dimension include “I can decide on my own how to go about doing my work,” and the sample items for the impact dimension include “My impact on what happens in my department is large” ( α = 0.82). The six-item scale from Stamper and Masterson was utilized to assess the perceived insider status (2002). The sampl... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.552 | 0.874 | ["decision_making"] | 489 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.761103 | [
0.022777579724788666,
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item scale developed by MacKenzie et al. (2011) . Example items include “This employee often tries to recommend changes in organizational rules or policies that are nonproductive or counterproductive” (α = 0.71). This study controlled for the following variables to prevent their interference with the results: gender (1... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.568 | 0.884 | ["education"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.761226 | [
0.04715941101312637,
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han 2 years, 2 = 2–4 years, 3 = 5–8 years, 4 = more than 8 years) and position level (1 = employee, 2 = first-line manager, 3 = middle-level managers). 3.3. Analytical strategy The variables of this study were first examined for their discriminant validity through confirmatory factor analysis (CFA), followed by an init... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.586 | 0.86 | ["management", "education", "communication", "strategy", "networking"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.761360 | [
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0... | ||
the study were tested using structural equation modeling (SEM) and further evaluated with a bootstrapping method to examine the hypotheses of this study. The software employed for statistical analysis was SPSS 22.0 and Mplus 7.4. 4. Results 4.1. Confirmatory factor analysis The variables in this study were tested for t... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.569 | 0.704 | ["education", "war_conflict"] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.761476 | [
0.05503518879413605,
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0.09368289262056351,
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0.008313863538205624,
0.0... | ||
er than the other models, supporting the discriminant validity of the variables. Table 1. Comparison of measurement models ( N = 223). Model χ 2 df χ 2 / df CFI TLI SRMR RMSEA Model 1 (hypothesized five-factor model) 739.823 477 1.551 0.924 0.911 0.078 0.050 Model 2 (four-factor model: combines PIS and AC) 774.279 481 ... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.506 | 0.726 | [] | 512 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.761572 | [
0.05698990076780319,
-0.08894062042236328,
-0.09241419285535812,
0.0415695458650589,
0.035362906754016876,
0.029104048386216164,
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0.08660159260034561,
0.06914400309324265,
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0.1006048396229744,
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-0.01673695258796215,
0.061464358... | ||
-factor model: combines PE, PIS and AC) 926.678 484 1.915 0.872 0.852 0.084 0.064 Model 5 (two-factor model: combines PE, PIS, AC and COCB) 1042.391 486 2.145 0.840 0.815 0.087 0.072 Model 6 (one-factor model) 1825.865 487 0.749 0.599 0.538 0.099 0.111 Open in a new tab PE, psychological empowerment; PIS, perceived ins... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.495 | 0.706 | [] | 510 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.761655 | [
0.05950677767395973,
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0.08922474086284637,
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0.08031321316957474,
0.06267572939395905,
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0.09659385681152344,
0.008429430425167084,
0.022151432931423187,
-0.03924280... | ||
EA, root mean square error of approximation. 4.2. Descriptive statistics Table 2 displays the results of the mean, standard deviation, and correlations of the core variables of this study. Results show that there is a strong correlation between psychological empowerment and perceived insider status, affective commitmen... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.384 | 0.684 | ["education"] | 465 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.761756 | [
0.08976168930530548,
0.026965029537677765,
-0.03193940967321396,
0.05612787976861,
0.005101272836327553,
0.04517904669046402,
0.01604526862502098,
0.07118295878171921,
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0.015627633780241013,
0.06938468664884567,
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0.0370417945086956,
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0.066 −0.159 * −0.071 (0.703) 10 COCB (T2) −0.287 ** 0.091 −0.173 * 0.077 0.267 ** 0.396 ** 0.337 ** 0.415 ** 0.039 (0.709) Mean 1.620 30.560 2.610 2.950 1.380 3.609 3.781 3.882 3.251 3.573 Standard deviation 0.487 6.879 0.788 1.364 0.635 0.433 0.595 0.544 0.572 0.535 Open in a new tab T1, Time 1; T2, Time 2; PE, psych... | https://pmc.ncbi.nlm.nih.gov/articles/PMC11670482/ | Psychological empowerment and challenge-oriented organizational ... | pmc.ncbi.nlm.nih.gov | public_domain | false | 0.357 | 0.722 | ["ethics"] | 503 | Purpose-Driven Leadership Values | topic | 2026-04-14T13:43:00.761846 | [
0.011755789630115032,
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0.034947846084833145,
-0.07090713828802109,
0.009063532575964928,
-0.0... |
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